One of the biggest challenges Supervisors and Managers face is managing their time. Part 2 of a series on how to manage your time effectively as a Manager, Supervisor, Project Manager or other key Professional.

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Note: To view a sample Kindle Version Click Here. U.S. purchasers can buy directly. To view instructions on how to purchase international versions click here.

U.S. Purchasers who want to buy a PDF version should click here. (See below for information of PDF versions.)

In this entry, we’ll look at some of the things you need to do in Phase 1.

IDENTIFYING WHAT YOU WANT TO ACCOMPLISH

Step 1: Responsibilities and expectations

The first step in managing your time effectively is to get a good handle on the major responsibilities of your position, and the expectations of each. This will help you understand what you should be focusing on and the proper priority to place on each of your major roles. To do so, ask the following questions.

What are my major responsibilities?

What are the expected results of each?

Examples of some of responsibilities for typical Managers and Supervisors include items such as:

Designing work schedules and assigning work to staff.

Checking on the status of the work.

Answering questions and providing guidance on how to get the work done.

Keeping your Management informed on work status and key issues.

Training staff

Developing procedures

Handling new projects

Etc.

Each of these responsibilities has expectations from your Management on what constitutes a successful result. Looking at the first several responsibilities, for example, some of the expected results might include items like:

The work schedule makes sure the work can be accomplished in time to meet deadlines.

Work is assigned to staff members with the capability to do it.

Work is spread out amongst the staff so no one is unnecessarily overburdened.

You’re providing the proper amount of oversight and guidance to your staff.

You know the status of the work and whether it’s on track or not, and can answer Management’s questions about it.

Step 2: Personal goals

Besides what’s currently expected, you may have your own goals you’d like to achieve in your position. Examples include:

Making improvements to current processes

Providing additional services

Taking on additional responsibilities

Developing or enhancing skills you’ll need for your next position.

Etc.

As with your major work responsibilities, you have expectations/objectives for each of these goals. Examples might include objectives such as:

I want to make a least one very visible improvement in my group’s operations.

I want to learn how to delegate much more effectively so my staff can do a lot more of the work that I’m doing now.

I want to demonstrate that I can lead a special project.

Step 3: Identify How You Should Be Spending Your Time

After identifying what you’re expected to achieve, and what you want to achieve as a result of your own personal goals, you need to:

Identify the major steps and amount of your time needed to achieve each result

Prioritize the steps in terms of their importance (like working on improvements to the group’s operational processes) and immediacy (projects with strict deadlines, or important requests from your boss).

Develop a picture of how you should ideally be spending your time on a weekly and/or monthly basis. A good way to do this is to develop a 3 column table that lists the activities required to accomplish your responsibilities and personal goals (column 1), the actions required (column 2), and the desired time you want to spend on each (column 3).

How Do I Get Started Learning How to To Manage My Time Effectively?

Because being able to manage your time is such an important skill, KAWConsulting developed “TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS”, an electronic handbook that will help you learn these vital skills.

You’ll learn how to:

Analyze your job and identify what you should focus your time on to achieve what’s expected and your own personal goals.

Develop an ideal picture of how to allocate your time between your various activities.

Analyze how you are currently spending your time and identify the gaps from your ideal picture.

Develop weekly and daily schedules so you focus your time on the activities needed to achieve your goals.

Deal with time management challenges such as unexpected interruptions, non critical phone calls, high volumes of e-mail, and unproductive meetings.

Unlike most books on time management that are too complicated and hard to understand, “TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS” is exactly the opposite. It’s written in easy to understand language that walks you step by step through the process of managing your time more effectively. We’ve even included sample forms you can use to identify how you want to spend your time, track how you’re currently spending it versus how you’d like to, and develop the weekly and daily plans to get what you want done.

Available in both Kindle and PDF

To meet the demands of our global users, “TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS”is now available in both Kindle and PDF versions. U.S. purchasers can purchase both. International users eligible to purchase from Amazon can purchase the Kindle Version. Both versions allow you to have it accessible each time you need it.

KINDLE Version

For information on the Kindle version either click here, or visit your applicable Amazon website and input “TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS” in the search criteria.

PDF Version

For U.S. users, the PDF version allows you to store “TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS“ on your computer so you have it readily accessible. It includes hyperlinks so you can jump right to the page or section you need without having to spend time scrolling through unneeded pages. If you want hard copy you can print what you need.

You can buy single copies for the low price of $15.95.

Sharing with additional users is also easy–just purchase additional licenses at $14.95 per user.

To see how organizations can benefit from this approach to get “TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS” out to multiple users, click here

To view a Sample PDF Version, and instructions on how to purchase online click here.

Note: “The 7 Timeless Vital Skills Every Manager or Supervisor Needs to Master” is now available as an e-book on Kindle. Use it to self-evaluate which skills you need to develop or enhance, and available resources to help you do so. Click here to see a free preview. Amazon.com users can purchase directly. International users should visit your applicable Amazon website.

Due to their organizations needing to adapt to a rapidly changing business environment, today’s Managers and Supervisors face what at times can seem to be a host of overwhelming challenges, such as managing larger staffs and facing increased demands on their time from both above and below. To survive and thrive in this type of climate, it’s vital that Managers and Supervisors master 7 vital day-to-day skills that have proven timeless in their importance. These are:

Designing and Running Better Meetings

Holding Effective Team Discussions

Delegating Work Successfully

Managing Projects

Time Management

Coaching Employees

Leading Effectively

Following is a list of the major skills needed to be successful in each area.

Designing and Running Better Meetings

Meetings are a vital part of a Managers or Supervisors day. Yet, many seem to fail. In fact, a major survey revealed that 70% of employees feel the meetings they attend are a waste of time. Consequently it’s important that as a Manager or Supervisor understand:

What makes meetings succeed, and why many fail

The crucial roles that need to be filled in each meeting

How to use 8 basic steps to design an Effective Meetings

How to use some basic tips for Running an Effective Meeting

How to deal with common problems that can derail a meeting such as:

– Stares and Silence

– Negative Remarks

– Separate Agendas

– One person trying to dominate the discussion

Holding Effective Team Discussions

Look at the types of discussions that Managers and Supervisors hold with their teams and you’ll find they often fall into 5 areas. Consequently, Managers and Supervisors need to be able to effectively hold discussions with their teams to:

Brainstorm ideas

Solve Problems

Make Decisions

Plan Tasks

Set Goals

Delegating Work Successfully

Not only do Managers and Supervisors have to manage larger staffs, they’re also expected to make sure that their staffs are more and more productive. This means of course that the Managers and Supervisors are skilled at the art of delegating work. Skills in this area include:

Identifying what tasks to delegate

Identifying the right people to delegate to

Identifying the level of delegation that the Manager is comfortable with

Determining what the person doing the task needs, so they can deliver the results the Manager/Supervisor expects.

Conducting the needed follow-up to stay on top of the person’s progress.

Managing Projects

More and more Managers and Supervisors are asked to take a lead role in managing special projects. This can mean having to develop and use a whole new skill set which includes:

One of the implications of managing larger staffs is that individual staff members are going to need to be increasingly self managed. Consequently, it’s vital that Managers and Supervisors know how to provide each staff member with effective coaching to help them be as productive as possible. To coach effectively, a Manager/Supervisor needs to be able to:

Establish the groundwork to have an effective coaching relationship with their employees.

Determine expected performance levels for their employees’ major tasks and responsibilities.

Analyze their employees’ current level of performance against expected levels, and identity areas needed improvement.

Hold an effective coaching discussion to provide employees with feedback on how they are doing, and develop plans for making needed improvements.

Time Management

Of course to be able to apply any of these skills and meet the heavy demands being placed on them, Managers and Supervisors need to become good managers of their time. To do so, they need to become adept at:

Analyzing their job and identifying what to focus on to achieve both what’s expected and their own personal goals.

Developing an ideal picture of how to allocate their time between their various activities.

Analyzing how they’re currently spending their time and identifying the gaps from their ideal picture.

Developing weekly and daily schedules so they focus their time on the activities needed to achieve their goals.

Dealing with time management challenges such as unexpected interruptions, non critical phone calls, high volumes of e-mail, and unproductive meetings.

Effective Leadership

Ultimately, in the eyes of your followers and those who evaluate you as a Manager or Supervisor, it comes down to their perception of you as a Leader. Consequently it’s vital that you understand what what make leadership efforts succeed and why they fail. That way you can focus your attention on doing the things necessary to make them succeed, and keep from overlooking some of the common reasons for failure.

Establishing and maintaining credibility with the people you’re trying to lead.

Getting commitment.

Setting the example.

Empowering others to do what needs to be done.

Confronting and overcoming barriers and obstacles.

Managing accomplishment of day-to-day efforts.

On the other hand, leadership efforts that fail, usually don’t meet all of these criteria. They are often lacking, and seriously so in one of the key areas.

How to Learn These Vital Skills

While desperately needed, too often attempts to provide Managers and Supervisors with training and/or resources in these important areas fail. Some of the common reasons are:

Available training is too expensive, so none is offered.

Available books and resources on the subjects provide too much information, and no real “how to” application tools.

Materials are too hard to get to when you need them.

To correct this, KAW Consulting developed the “Manager’s Toolkit“, a set of electronic handbooks that guide Managers and Supervisors step by step through each of the processes used in the 7 basic skill areas.

Unlike most books on the 7 key skill areas, that are too complicated and hard to understand, the “Manager’s Toolkit” handbooks are exactly the opposite. They’re written in easy to understand language that walks the Manager or Supervisor step by step through the processes needed to apply each of the 7 key skills. Many even include sample forms and checklists.

Like any great handbook, the handbooks in the “Manager’s Toolkit” are something meant to be used over and over again. And because they’re electronic, Managers and Supervisors can always have them readily accessible. Just call up a handbook and it’s ready to use.

Now Available in Both Kindle and PDF formats.

To meet the demands of our both our U.S. and global users, the following titles in the “Manager’s Toolkit“ are on now Kindle:

“Meetings ThatWork“

“Team Discussion Frameworks

“Delegating for Results“

“Coaching Skills for Managers and Supervisors“

“Project Management for Managers and Supervisors”

“Time Management for Managers and Supervisors”, and

“The Leadership Framework”.

Both U.S. and International users can purchase them from Amazon.

Because they are on Kindle, you can use Amazon’s Kindle App to store each either on your iPad, iPhone, Android, Windows Phone or other appropriate mobile device and have it readily accessible whenever you them.

For information on these Kindle versions either click the applicable link below, or visit your applicable Amazon website and input the appropriate title in the search criteria.

U.S. users, can enjoy the added benefits of the the PDF versions. You can store these handbooks on your computer so you have them accessible each time you need one. They include hyperlinks so you can jump right to the page or section you need without having to spend time scrolling through unneeded pages. If you want hard copy you can print what you need.

You can purchase single copies or share with additional users by purchasing additional licenses. This makes it easy for organizations to increase the productivity of their staffs.

We’ve also made these handbooks very easy to afford and purchase. The most expensive single copy is $21.95. You can purchase directly online and start using right away.

Sharing with additional users across your organization is also easy–just purchase additional licenses (also available online) and send the handbooks out by e-mail.

To view samples of each handbook, and to learn how to purchase copies, click here.

Note: PDF versions available to U.S. purchasers only at this time. International users can purchase available Kindle Versions.

One of the most important tasks for Managers and Supervisors is coaching their employees. Learn the skills you need to be an effective coach.

Note:Click Here to see a Sample Kindle Version. U.S. users can order directly. Global users should either click here, or visit your applicable Amazon website and input “Coaching Skills for Managers and Supervisors” in the search criteria.

One of the most important tasks for Managers and Supervisors is coaching their employees.

Good Coaching:

Helps employees understand what they should be doing and how.

Provides employees with important information on whether they are performing up to expectation and if not, how far off the mark they are.

Yet as important as it is, for many Managers and Supervisors, it’s also one of the most dreaded. Managers and Supervisors often worry that their employees will react negatively to a coaching discussion. Without the proper ground work employees may feel caught off guard, and indeed react negatively to what they consider as unwarranted criticism.

Despite these reservations, the ability to effectively coach employees and help them attain the desired level of performance and/or development is often the difference between a successful or unsuccessful Manager or Supervisor. Consequently, as a Supervisor or Manager, the ability to successfully coach your employees is one of the most important skill sets you need to develop.

Successful Coaching Efforts

Successful coaching involves a number of key ingredients. Some of the most important are:

The Manager/Supervisor has credibility in the employee’s eyes that the Manager/Supervisor knows what they’re talking about.

The employee trusts the coach’s opinion.

The Manager/Supervisor sets an environment conducive to effective communication.

The Manager/Supervisor makes sure that the employee receives the needed training on how to perform as expected.

Performance expectations and measurement criteria are clear.

Feedback on the employee’s performance is accurate.

The Manager/Supervisor provides feedback on things done well as well as areas needing improvement.

The Manager/Supervisor actively involves the employee’s ideas on how to make needed improvements.

Coaching Efforts That Fail

When coaching fails, it’s also often for some key reasons. Some of the common ones are:

The employee doesn’t trust the Manager/Supervisor.

The Manager/Supervisor hasn’t established credibility in the employee’s eyes that they know what they are talking about.

The Manager/Supervisor sets a threatening atmosphere for the discussion.

The Manager/Supervisor hasn’t trained the employee how to perform as expected.

The employee doesn’t feel they’ve been told the applicable performance expectations and how they’re going to be measured.

The employee doesn’t feel the Manager/Supervisor’s feedback is accurate and objective.

The Supervisor/Manager can’t provide specific examples of what the employee needs to improve.

The Manager/Supervisor only concentrates on what the employee needs to improve and doesn’t praise things done well.

So How Do I Learn These Skills?

To help you learn how to coach effectively, KAW Consulting developed “Coaching Skills for Managers and Supervisors” an electronic handbook that walks you step by step through the process of how to coach your employees effectively.

Written in clear, easy to understand language, you’ll learn how to:

Establish the groundwork to have an effective coaching relationship with your employees.

Hold an effective coaching discussion to provide employees with feedback on how they are doing, and develop plans for making needed improvements.

We’ve even included sample forms you can use to identify how you want to define expected levels of performance, develop training plans, analyze how well your employees are performing, and plan an effective coaching discussion.

Available in both Kindle and PDF

To meet the demands of our global users, “Coaching Skills for Managers and Supervisors”is now available in both Kindle and PDF versions. U.S. purchasers can purchase both. International users eligible to purchase from Amazon can purchase the Kindle Version. Both versions allow you to have it accessible each time you need to coach an employee.

KINDLE Version

Click Here to see a Sample Kindle Version. U.S. users can order directly. Global users should either click here, or visit your applicable Amazon website and input “Coaching Skills for Managers and Supervisors” in the search criteria.

PDF Version

For U.S. users, the PDF version allows you to store “Coaching Skills for Managers and Supervisors” on your computer so you have it accessible each time you need to coach an employee. It includes hyperlinks so you can jump right to the page or section you need without having to spend time scrolling through unneeded pages. If you want hard copy you can print what you need.

You can purchase single copies or share with additional users by purchasing additional licenses. This makes it easy for organizations to increase the productivity of their staffs.

You can buy single copies for the low price of $21.95.

Sharing with additional users is also easy–just purchase additional licenses at $19.95 per user.

To view a sample and instructions on how to purchase the PDF version online click here.

Time Management is one of the biggest challenges facing Managers and Supervisors. Learn the key skills you need as a Supervisor or Manager to manage your time effectively.

Note:“TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS” is now available in both Kindle and PDF Versions. Both U.S. and International Users can buy Kindle Versions. PDF versions are available for U.S. purchasers.

To view a sample Kindle Version Click Here. U.S. purchasers can buy directly. To view instructions on how to purchase international versions click here.

One of the biggest challenges Supervisors and Managers face is managing their time. Because of the very nature of their job, Supervisors and Managers are often bombarded with competing demands on their time from staff, internal/external customers and management. Unmanaged, these demands can prove to be overwhelming. Yet, the ability to identify and focus their attention on the most important tasks is often the difference between a successful or unsuccessful Manager or Supervisor. Consequently, as a Supervisor or Manager, the ability to successfully manage your time is one of the most important skill sets you need to develop.

Symptoms of Poor Time Management

Find a Supervisor or Manager struggling to manage their time and you will often find common symptoms. Among these are:

A Lack of a clear understanding of what they should be focusing their time on.

Underestimating how long things take, so schedules are unrealistic.

Failure to prioritize between activities.

Belief that Time management tools and methods are too complex and cumbersome.

If using a time management strategy, using one that ignores the needs of key people they deal with.

Inability to successfully deal with time wasters and barriers to getting things done.

Signs of Good Time Management

On the other hand, Supervisors and Managers that effectively manage their time also usually share some common traits. They have:

A clear handle on what they want to accomplish and when.

A clear understanding of the needed steps and time requirements to accomplish the tasks needed to meet these goals.

A daily routine that permits them to spend the needed time on each area.

A time management plan that also reflects the needs of other key people that they interact with such as their boss, clients, staff and colleagues they need to collaborate with on projects and issues.

The ability to deal with common time wasters and barriers to getting things done.

Because be able to manage your time is such an important skill, KAWConsulting developed “TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS”, an electronic handbook that will help you learn these vital skills.

You’ll learn how to:

Analyze your job and identify what you should focus your time on to achieve what’s expected and your own personal goals.

Develop an ideal picture of how to allocate your time between your various activities.

Analyze how you are currently spending your time and identify the gaps from your ideal picture.

Develop weekly and daily schedules so you focus your time on the activities needed to achieve your goals.

Deal with time management challenges such as unexpected interruptions, non critical phone calls, high volumes of e-mail, and unproductive meetings.

Unlike most books on time management that are too complicated and hard to understand, “TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS” is exactly the opposite. It’s written in easy to understand language that walks you step by step through the process of managing your time more effectively. We’ve even included sample forms you can use to identify how you want to spend your time, track how you’re currently spending it versus how you’d like to, and develop the weekly and daily plans to get what you want done.

Available in both Kindle and PDF

To meet the demands of our global users, “TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS”is now available in both Kindle and PDF versions. U.S. purchasers can purchase both. International users eligible to purchase from Amazon can purchase the Kindle Version. Both versions allow you to have it accessible each time you need it.

KINDLE Version

Kindle versions allow you to store “TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS” either on your Kindle or Kindle app (where available) on your iPad, iPhone, Android, Windows Phone or other appropriate tablet and have it readily accessible whenever you need to determine how best to manage your time.

For information on the Kindle version either click here, or visit your applicable Amazon website and input “TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS” in the search criteria.

PDF Version

For U.S. users, the PDF version allows you to store “TIME MANAGEMENT FOR MANAGERS AND SUPERVISORS” on your computer so you have it readily accessible. It includes hyperlinks so you can jump right to the page or section you need without having to spend time scrolling through unneeded pages. If you want hard copy you can print what you need.

You can buy single copies for the low price of $15.95.

Sharing with additional users is also easy–just purchase additional licenses at $14.95 per user.

To view a sample and instructions on how to purchase online click here.

If you’ve led or been involved in a project that failed, or ran into significant problems, you know first hand that it can be a real nightmare. Even if it’s not a major project, the aggravation of unmet deliverables, missed deadlines, or cost overruns can be substantial, and have a real negative impact on your career.

So if your called upon to lead or participate in a project in addition to your regular responsibilities, understanding some of the common reasons why projects fail and what to do about it is a must.

Common Reasons for Project Failure

Projects that fail, often fail for some common reasons. Among these are:

Poorly Defined Project Requirements:

– Example: A new computer system implementation that left out a plan to adequately train new users.

Poor Task Analysis:

– Example: An office move that left out important steps.

Overlooked reaction from people impacted by the project:

– Example: A plan for a new road that didn’t plan sufficiently for negative community resistance and boycott.

Poor Scheduling:

– Example: A project plan for implementing an initiative that called for heavy involvement from staff during peak normal workloads.

Lack of understanding or agreement by project team members of their responsibilities.

– Example: A critical task isn’t done because one of the project team members didn’t realize they were responsible for it.

Lack of Coordination with other Groups/Departments.

– Example: The failure to include the impact of a new computer system on another system that uses the same data.

Missed Deadline:

– Example: The failure to hold timely project reviews to monitor the project’s status, and take corrective action when necessary.

Projects That Work

On the other hand, successful projects are usually completely the opposite of projects that fail. They usually have the following traits:

A clearly defined purpose and scope.

Clearly defined objectives that can be measured to determine if the project is a success.

Deliverables that are clearly stated and agreed upon.

Buy-in by Key Stakeholders on the need for the project.

Identified Coordination requirements both within the project team and with other affected groups.

Clearly defined critical success factors.

A project plan and schedule that includes all the needed work tasks and deadlines.

A budget that reflects all the needed costs to successfully complete the project.

Sufficient status monitoring that measures progress against the schedule, and identifies any needed corrective actions.

Because being able to manage projects successfully is such an important skill, KAWConsulting developed “PROJECT MANAGEMENT FOR MANAGERS AND SUPERVISORS”, an electronic handbook that will help you learn these vital skills. You’ll learn a 4 phase process to:

Monitor the project’s status and what to do if you find you’re off course.

Unlike most books on project management that are complicated and hard to understand, “PROJECT MANAGEMENT FOR MANAGERS AND SUPERVISORS ” is exactly the opposite. It’s written in easy to understand language that walks you through the process of managing a project step by step, helping you think of the key ingredients to make your project successful, and avoid the common problems that crop up in unsuccessful ones. We’ve even included sample forms you can easily adapt to fit your own project when defining the project’s key ingredients and developing the schedule and budget.

Like any great handbook, “PROJECT MANAGEMENT FOR MANAGERS AND SUPERVISORS” is something you’ll want to use over and over again. And unlike paper handbooks, that get lost easily, it’s an electronic book in PDF format, that you can storeon your computer so you have it accessible each time you need to use it. Just call it up and it’s ready to use. If you want hard copy, you can print what you need. To save you time, we’ve even included hyperlinks in the Table of Contents so you can jump right to the page or section you need without having to spend time scrolling through unneeded pages.

You can buy single copies for the low price of $21.95.

Sharing with additional users is also easy–just purchase additional licenses at $19.95 per user.

To view a sample and instructions on how to purchase online click here.

Learn how to provide your Managers and Supervisors with the training and tools they need to succeed in 6 critical basic skill areas.

Summary: This post provides U.S. training consultants with a low cost way of providing Managers, Supervisors and other Leaders with low cost electronic handbooks that help them develop the skills needed to meet 6 of their most fundamental day-to-day challenges.

In today’s turbulent economy having effective Managers and Supervisors is key to your organization’s survival. Managers and Supervisors are being called on to take on much larger challenges than many are used to such as dealing with larger staffs, taking leadership positions on special projects, and dealing with increasingly heavier demands on their time from both above and below. And many are being asked to do so without the training and support they need to know how to deal effectively with these challenges.

To succeed in this type of environment, Managers need to master 6 basic skills. These are how to:

Design and Run Effective Meetings

Hold Effective Team Discussions

Delegate Work Successfully

Manage Projects

Manage Their Time

Coach Employees

While desperately needed, too often attempts to provide Managers and Supervisors with training and/or resources in these important areas fail. Some of the common reasons are:

Available training is too expensive, so none is offered.

Available books and resources on the subjects provide too much information, and no real “how to” application tools.

Materials are too hard to get to when you need them.

To correct this, KAW Consulting developed the “Manager’s Toolkit“, a set of electronic handbooks that guide Managers and Supervisors step by step through each of the processes used in the 6 basic skill areas.

Unlike most books on the 6 key skill areas, that are too complicated and hard to understand, the “Manager’s Toolkit” handbooks are exactly the opposite. They’re written in easy to understand language that walks the Manager or Supervisor step by step through the processes needed to apply each of the 6 key skills. Many even include sample forms and checklists.

Like any great handbook, the handbooks in the “Manager’s Toolkit” are something meant to be used over and over again. And unlike paper handbooks, that get lost easily, they’re electronic books in PDF format, that Managers and Supervisors can store on their computer so they have them accessible each time they need to design a meeting, hold a team discussion, delegate a task, manage a project or coach an employee. Just call up a handbook and it’s ready to use. If they want a hard copy, they can print what only they need. To save time, we’ve even included hyperlinks in each handbook’s Table of Contents, as appropriate, so they can jump right to the page or section they need without having to spend time scrolling through unneeded pages.

To view samples of each, and to learn how to purchase copies, click here.

Note: PDF Versions Available to U.S. Purchasers Only. Non U.S. Purchasers can purchase Kindle Versions. Click here for information on how to do so.

Due to their organizations needing to adapt to a rapidly changing business environment, today’s Managers and Supervisors face what at times can seem to be a host of overwhelming challenges, such as managing larger staffs and facing increased demands on their time from both above and below. To survive and thrive in this type of climate, it’s vital that Managers and Supervisors master 7 vital day-to-day skills that have proven timeless in their importance. These are:

Designing and Running Better Meetings

Holding Effective Team Discussions

Delegating Work Successfully

Managing Projects

Time Management

Coaching Employees

Leading Effectively

How to Evaluate How Well You Use Them

One of the best ways to evaluate how well you use each of these 7 skill areas is to test them against your own experience.

To start, look at your typical day. How often do you need to use these skills? Do you encounter situations that call on them over and over, probably each day? Next, look at either today or the last few days. What went right, what went wrong? Which of the items you noted related to one or more of the 7 skills? Many of you will probably be able to easily identify how use of these skills, of non-use of them, probably made a big difference.

If any of the 7 skills did make a big difference, look at the descriptions of the areas you need to master in each skill area described below. Which of these areas are you doing well, and which do you need to develop or enhance? This gives you a basis for developing your own development plan. For those areas that you need to improve locate the “Manager’s Toolkit” e-handbook from KAW Consulting (see below) that walks you step-by-step on how to learn and apply the skills in the area you want to enhance.

Following is a list of the major skills needed to be successful in each area.

Designing and Running Better Meetings

Meetings are a vital part of a Managers or Supervisors day. Yet, many seem to fail. In fact, a major survey revealed that 70% of employees feel the meetings they attend are a waste of time. Consequently it’s important that as a Manager or Supervisor understand:

What makes meetings succeed, and why many fail

The crucial roles that need to be filled in each meeting

How to use 8 basic steps to design an Effective Meetings

How to use some basic tips for Running an Effective Meeting

How to deal with common problems that can derail a meeting such as:

– Stares and Silence

– Negative Remarks

– Separate Agendas

– One person trying to dominate the discussion

Holding Effective Team Discussions

Look at the types of discussions that Managers and Supervisors hold with their teams and you’ll find they often fall into 5 areas. Consequently, Managers and Supervisors need to be able to effectively hold discussions with their teams to:

Brainstorm ideas

Solve Problems

Make Decisions

Plan Tasks

Set Goals

Delegating Work Successfully

Not only do Managers and Supervisors have to manage larger staffs, they’re also expected to make sure that their staffs are more and more productive. This means of course that the Managers and Supervisors are skilled at the art of delegating work. Skills in this area include:

Identifying what tasks to delegate

Identifying the right people to delegate to

Identifying the level of delegation that the Manager is comfortable with

Determining what the person doing the task needs, so they can deliver the results the Manager/Supervisor expects.

Conducting the needed follow-up to stay on top of the person’s progress.

Managing Projects

More and more Managers and Supervisors are asked to take a lead role in managing special projects. This can mean having to develop and use a whole new skill set which includes:

One of the implications of managing larger staffs is that individual staff members are going to need to be increasingly self managed. Consequently, it’s vital that Managers and Supervisors know how to provide each staff member with effective coaching to help them be as productive as possible. To coach effectively, a Manager/Supervisor needs to be able to:

Establish the groundwork to have an effective coaching relationship with their employees.

Determine expected performance levels for their employees’ major tasks and responsibilities.

Analyze their employees’ current level of performance against expected levels, and identity areas needed improvement.

Hold an effective coaching discussion to provide employees with feedback on how they are doing, and develop plans for making needed improvements.

Time Management

Of course to be able to apply any of these skills and meet the heavy demands being placed on them, Managers and Supervisors need to become good managers of their time. To do so, they need to become adept at:

Analyzing their job and identifying what to focus on to achieve both what’s expected and their own personal goals.

Developing an ideal picture of how to allocate their time between their various activities.

Analyzing how they’re currently spending their time and identifying the gaps from their ideal picture.

Developing weekly and daily schedules so they focus their time on the activities needed to achieve their goals.

Dealing with time management challenges such as unexpected interruptions, non critical phone calls, high volumes of e-mail, and unproductive meetings.

Effective Leadership

Ultimately, in the eyes of your followers and those who evaluate you as a Manager or Supervisor, it comes down to their perception of you as a Leader. Consequently it’s vital that you understand what make leadership efforts succeed and why they fail. That way you can focus your attention on doing the things necessary to make them succeed, and keep from overlooking some of the common reasons for failure.

Establishing and maintaining credibility with the people you’re trying to lead.

Getting commitment.

Setting the example.

Empowering others to do what needs to be done.

Confronting and overcoming barriers and obstacles.

Managing accomplishment of day-to-day efforts.

On the other hand, leadership efforts that fail, usually don’t meet all of these criteria. They are often lacking, and seriously so in one of the key areas.

How to Learn These Vital Skills

To help you learn and use these vital skills, KAW Consulting developed the “Manager’s Toolkit”, a set of electronic handbooks that guide Managers and Supervisors step by step through each of the processes used in the 7 basic skill areas.

Unlike most books on the 7 key skill areas, that are too complicated and hard to understand, the “Manager’s Toolkit” handbooks are exactly the opposite. They’re written in easy to understand language that walks the Manager or Supervisor step by step through the processes needed to apply each of the 7 key skills. Many even include sample forms and checklists.

Like any great handbook, the handbooks in the “Manager’s Toolkit” are something meant to be used over and over again. And because they’re electronic, Managers and Supervisors can always have them readily accessible. Just call up a handbook and it’s ready to use.

Now Available in Both Kindle and PDF formats.

To meet the demands of our both our U.S. and global users, the following titles in the “Manager’s Toolkit” are on now Kindle:

“Meetings That Work”

“Team Discussion Frameworks”

“Delegating for Results”

“Coaching Skills for Managers and Supervisors”

“Project Management for Managers and Supervisors”

“Time Management for Managers and Supervisors”, and

“The Leadership Framework”.

Both U.S. and International users can purchase them from Amazon.

Because they are on Kindle, you can use Amazon’s Kindle App to store each either on your iPad, iPhone, Android, Windows Phone or other appropriate mobile device and have it readily accessible whenever you them.

For information on these Kindle versions either click the applicable link below, or visit your applicable Amazon website and input the appropriate title in the search criteria.

U.S. users, can enjoy the added benefits of the PDF versions. You can store these handbooks on your computer so you have them accessible each time you need one. They include hyperlinks so you can jump right to the page or section you need without having to spend time scrolling through unneeded pages. If you want hard copy you can print what you need.

You can purchase single copies or share with additional users by purchasing additional licenses. This makes it easy for organizations to increase the productivity of their staffs.

We’ve also made these handbooks very easy to afford and purchase. The most expensive single copy is $21.95. You can purchase directly online and start using right away.

Sharing with additional users across your organization is also easy–just purchase additional licenses (also available online) and send the handbooks out by e-mail.

To view samples of each handbook, and to learn how to purchase copies, click here.

Note: PDF versions available to U.S. purchasers only at this time. International users can purchase available Kindle Versions.

Designing an effective training and development program starts with a good plan. As with any type of major project, there are a lot of moving pieces to keep track of, and without a good plan it can be difficult to make sure that the design of your program accomplishes the objectives it’s supposed to, and that everything’s in place when you need it. To help you develop an effective plan for designing your training program, this article discusses 6 key steps that experts say a training plan should include.

Step 1: Identify the Real Need for Training and Desired Changes in Behavior

Often requests for training come in general terms that are more prescriptions on solving a problem than a real training need. Because there’s a problem, the assumption is that training is the best and perhaps only way to solve it. That may or may not be the case. A real training need is where:

Someone needs to learn or enhance their knowledge about a subject.

or

Learn a new skill or enhance their existing skill level so they can do something better once they’ve mastered the material.

and

The problem that caused the request for training can’t be solved by an easier method. (See the discussion below for alternatives to training.)

To help determine if training is appropriate, start by getting some background on why the person requesting a training program is doing so, and identifying the performance gaps or shortfalls that are happening. To do so, ask these kinds of questions:

What is the actual thing that needs to be done or behavior that needs to occur?

What level of performance is required?

How can you measure success or failure?

What’s the gap at the present level from the desired level?

What does someone need to know to be able to perform at the desired level?

What does someone need to be able to do?

How can they demonstrate they know how to do it?

Once you’ve identified the desired performance and existing shortfall, you can analyze whether training is really the answer, or if there’s a more appropriate way of solving the problem. Questions to ask include:

Can the problem be solved by using better tools or equipment? This can include computer hardware and software, use of apps in mobile devices, etc.

Are the needed procedures written and easily accessible?

Would access to information solve the problem via a simple job aid?

If you find that the answer to solving the performance problem lies in using one of these alternative methods, you can recommend going in that direction and avoid unnecessary training.

Step 2: Define the program’s scope and objectives

If after going through the analysis, you decide that training is appropriate, you need to carefully define what the program will cover and its objectives. It’s often easiest to start by defining the objectives and then making sure that the scope covers what’s necessary for participants to learn to meet these objectives. To determine the objectives for the program, ask these types of questions:

What’s the overall goal for the program? Examples may be something like “the goal of this workshop is to help participants learn how to effectively delegate tasks and responsibilities”.

Specifically, what will the participant be able to do after mastering the material covered in the training? Use specific actions to describe what you want people to be able to do, such as:

Identify appropriate tasks and responsibilities to delegate.

Use procedures covered in the course to do something specific.

Describe something they’ve learned to someone else”, etc.

A common list of descriptions for various levels of learning is Bloom’s Taxonomy. It provides categories describing what someone can do with the material they’ve learned ranging from simply recalling it to using it to create something new.

Once you’ve defined that program’s scope and objectives, you should develop an overall program design. Start by identifying the major topic areas based on what you’ve identified the participants need to learn. Then identify appropriate instructional methods (lecture, presentation, group discussion, self instruction, etc.) and appropriate exercises or opportunities for practice. To summarize the design, it’s often helpful to prepare a course description that covers:

The General Purpose of the Program

The Length

The Target Audience

Name of the Management Sponsor(s)

List of Topics

Learning Objectives

Format of the Program

Live classroom with all learners present in same location.

Online classroom where learners can participate from multiple locations.

E-learning offline

Etc.

Principal Instructional Methods

Formal Presentation and how it will be done (lecture, slides, demonstrations, videos, etc.)

Types of Exercises or Opportunities for Practice

Modules and Topics in each Module

Participant Materials if any

Content of Leader’s Guide

This description can be extremely helpful in getting agreement and buy-in/support for your program and agreement on the design from the people requesting it before you start development. It can also serve as a useful tool to help potential participants evaluate if the program will be beneficial for them to attend.

Step 4: Design of Instructional Materials

Based on your overall design, you need to develop a detailed plan for the program’s instructional materials. Examples of instructional materials include:

Lecture/Presentation often using visual aids such as PowerPoint slides, chart pads, videos, etc.

Most programs use a mix. A short lecture or presentation may be used to go over key concepts, followed by the participants putting what’s been covered to use in an exercise, for example. Or the leader may give a demonstration and then have participants try it on their own. In general the appropriate type and mix of instructional materials need to:

Be based on the participants’ present level of understanding or ability.

Cover how to do things in the desired manner.

Contain practical information on how to apply the learning in the real world situations that participants are going to face.

Include appropriate support materials that the learner can refer to afterwards.

Step 5:A Way of Evaluating the Program’s Effectiveness

In today’s tight economy, with the focus on the bottom line, it’s essential that you have a plan for evaluating the program’s effectiveness. These measures need to be easy to understand and convey useful information on whether participants are learning and using the material covered in the program in the way you envisioned. For years, experts have suggested measuring program effectiveness in 4 quadrants known as the Kirkpatrick model. In simple terms they measure:

Participants’ immediate reaction to the training. Did they like it? Did they find it effective, etc.

Participants’ grasp of the material.

The level of usage back at work.

Whether the desired results are being achieved by using the learning, and the accompanying return on investment.

Step 6: Develop A Project Plan

Now that you have an understanding of the first 5 key steps of designing a training program, you need to develop an actual project plan to accomplish them. The plan needs to reflect principal work tasks, who needs to be involved and their level of involvement, schedules for completing tasks, budget amounts, etc. Some of the major work blocks to include in the plan are:

Needs Analysis

Program Scope & Objectives Definition

Program Design

Design and preparation of Instructional Materials

Preparation of Leader’s Guides

Logistics

Facilitator Training

Program Facilitation

Plan for Evaluation

Where to Learn More

There are several resources you can go to get additional information.

Samples: You can see samples of KAW Consulting’s Off-the-Shelf programs developed using these methods.

Add “TEAM DISCUSSION FRAMEWORKS” TO YOUR MOBILE MANAGER’S TOOLKIT. How to order Kindle version of “TEAM DISCUSSION FRAMEWORKS” and have it available whenever and wherever you need it to help you hold productive team meetings.

As part of their work, teams need to be able to successfully generate ideas, set goals, solve problems, make decisions, plan tasks and understand individual and shared perspectives. Discussing these items effectively is often the difference between a team succeeding or failing. Too often, however, teams find themselves facing these important types of discussions without any guidance on how to approach them. The result can be a team meeting that ends in frustration, with a team that doesn’t make the progress needed to move forward.

To help teams manage their way through these important discussions, KAW Consulting developed “TEAM DISCUSSION FRAMEWORKS”, an e-handbook that guides you step-by-step through 6 of the most important types of team discussions. These are:

Brainstorming

Problem Solving

Decision Making

Task Planning

Goal Setting

Communications/Understanding

To help you understand when to use each Framework, also included are sample uses of each.

AVAILABLE GLOBALLY FROM AMAZON FOR KINDLE

Designed specifically for e-book users, “TEAM DISCUSSION FRAMEWORKS” can be kept as a handy reference on all your devices that support Kindle reading apps. These include most smart phones, tablets and computers, and of course, Kindle devices. This allows you to have “TEAM DISCUSSION FRAMEWORKS” handy whenever you need it, whether planning a team meeting, or if you’re in the middle of a meeting and need to decide how to discuss one of the 6 areas.

HOW TO ORDER

Both U.S. and Global users can order the Kindle Version of the “TEAM DISCUSSION FRAMEWORKS” from AMAZON. For information on how to do so, either click the applicable link below, or visit your applicable Amazon website and input TEAM DISCUSSION FRAMEWORKS in the search criteria.

Learn how to use the “Manager’s Toolkit” as a great thank you gift for your special clients and customers.

Looking for a great way to both say thank you and make a great impression on your special clients and customers? Give them a gift that they can use to become more effective in their own jobs.

One easy way to do this, is to give them a special book on a topic they’ve expressed interest in during your various conversations. As part of developing the close relationship that has led to you doing business together, you’ve most likely shared some of the challenges they confront in their jobs. Consequently, if you run across something that would be helpful in meeting these challenges, it’s great to be able to share it with them. If your customer is in Management, for example, they probably face many of the same challenges that Managers face in just about any business, so anything that you can provide to help them meet these challenges would probably be seen as very helpful, and a sign that you understand and appreciate their needs. Consequently, if you’ve found a book that you found very helpful, it would be great to give them a copy of it as well.

While this may not seem to be a big deal, it can provide tremendous benefits. As part of our consulting activities over the years, we received some tremendous books from our clients that not only broadened our horizons about new topics such as marketing, sales and human resources, but also became important resources used in future major projects.

Realizing this, one of the uses we envisioned for our “Manager’s Toolkit” series, was a set of resources that could help people meet the basic challenges that almost everybody faces as part of their day-to-day business activity. Available from Amazon, they can be easily shared between colleagues, and make great ways to say thanks, and perhaps promote future great discussions on how they helped.

Giving them as gift is extremely easy. All you have to do is go to Amazon, find the book you want in the Kindle Store and send it as a gift. You’ll just need the person’s e-mail. You can even specify a delivery date and enclose a personal note.

ABOUT THE “MANAGER’S TOOLKIT”

In today’s challenging economy, organizations need to find ways to substantially boost their Managers’ and Supervisors’ productivity. Fortunately, there is an amazingly simple way of doing so with the “Manager’s Toolkit”electronic handbooksdeveloped by KAW Consulting. Available globally for Kindle via Amazonthese handbooks help Managers and Supervisors deal with their most challenging tasks. Developed for today’s mobile environment, Managers and Supervisors can store them either on their Kindle or Kindle app on their iPad, iPhone, Android, Windows Phone, or other appropriate tablet or computer, and have them readily accessible whenever they confront one of these challenges.

Talk with any Manager or Supervisor and you’re probably going to hear either how they’ve either mastered the skills to deal successfully with these challenges, or the headaches they’re experiencing because of them.

The problem to date, is that each Manager or Supervisor usually has to develop their own solution. If they’ve been to training, they may have the handouts to refer to (if they can find them). Or, they may have developed their own reference library of books dealing with these issues.

So, each time they face a challenge, they have to dig through what they’ve got stashed, which is both time-consuming and cumbersome. And what do they do if they’re in one place and the books/materials in another?

Worse yet, everyone’s got their own solution and it’s not easily sharable.

What’s needed is an effective set of tools that all of your Managers and Supervisors can easily reference each time they need help dealing with one of the 5 challenges. Sometimes they need step-by-step guidance on how to deal with it. Other times they just need a quick refresher to make sure they don’t leave anything out.

What’s the Solution?

To help Managers and Supervisors have the needed tools and guidance in one convenient place, KAW Consulting developed the “Manager’s Toolkit“, a set of electronic handbooks that guide Managers and Supervisors step-by-step on how to develop and use the skills needed to deal with the 5 key challenge areas. These are:

“Meetings That Work””

“Delegating For Results”

“Project Management for Managers and Supervisors”

“Coaching Skills for Managers and Supervisors”

“Time Management for Managers and Supervisors”

Unlike most books on the 5 key skill areas, that are too complicated and hard to understand, the “Manager’s Toolkit” electronic handbooks are exactly the opposite. They’re written in easy to understand language that walk the Manager or Supervisor step by step through the processes needed to apply each of the 5 key skills. Many even include sample forms and checklists.

Like any great handbook, the electronic handbooks in the “Manager’s Toolkit” are something meant to be used over and over again. And unlike paper handbooks, that get lost easily, because they’re stored on the Manager’s or Supervisors mobile device or computer, they’reaccessible each time a Manager/Supervisor needs to design a meeting, delegate a task, manage a project, coach an employee or plan how best to manage their own time. Just call up a handbook and it’s ready to use. To save time, and allow the book to function as an e-tool, they can use bookmarks or the hyperlinked Table of Contents to jump right to the page or section they need without having to spend time scrolling through unneeded pages.

HOW DO I FIND OUT MORE INFORMATION?

Links providing information about each of the handbooks including direct links to appropriate global Amazon sites are shown below:

Being able to lead effectively is one of the most important skills you need to develop to succeed in Supervision, Management, or Leadership in just about any organization.
Learn the key ingredients that allow Leadership efforts to succeed versus those that fail, and how to use a Leadership Framework available from Kindle to improve your results.

Note: To meet the demands of our both our U.S. and global users, “THE LEADERSHIP FRAMEWORK” is now available for Kindle.

Because it’s on Kindle, you can store it either on your Kindle or Kindle app on your iPad, iPhone, Android, Windows Phone or other appropriate tablet and have it readily accessible whenever you need it.

Click Here to see a Sample Kindle Version. U.S. users can order directly. Ordering instructions for Global users are at the bottom of this post.

ABOUT THE LEADERSHIP FRAMEWORK

Being able to lead effectively is one of the most important skills you need to develop to succeed in Supervision, Management, or Leadership in just about any organization. But, if you’ve ever had a leadership position, you know how difficult this can be.

Leadership that Succeeds versus Leadership that Fails

To lead effectively, it’s important to understand what make leadership efforts succeed and why they fail. That way you can focus your attention on doing the things necessary to make them succeed, and keep from overlooking some of the common reasons for failure.

Establishing and maintaining credibility with the people you’re trying to lead.

Getting commitment.

Setting the example.

Empowering others to do what needs to be done.

Confronting and overcoming barriers and obstacles.

Managing accomplishment of day-to-day efforts.

On the other hand, leadership efforts that fail, usually don’t meet all of these criteria. They are often lacking, and seriously so in one of the key areas.

TEST THIS FOR YOURSELF

To test this out, think of a couple of examples from your own experience. First, look at an example of a successful effort. Then go through each of the criteria above and jot down some of the ways the person leading the effort met these criteria.

Next, think of an effort that failed. Then go through the criteria and list what was missing, or areas that were not done well. What was the impact of these missing or poorly done elements?

So, How Do I Make Sure I Take the Actions Needed to Lead Effectively?

To help leadersfocus their activities on the actions needed to provide effective leadership, KAW Consulting developed the “LEADERSHIP FRAMEWORK”, an electronic tool and e-bookbased on the 8 key elementsmentioned above that you can use on a day-to-day basis to enhance your ability to lead effectively. Included is an easy to use Application Guide to help you determine how to focus your efforts in each of the Framework’s areas.

You can use this tool in all kinds of situations that require the use of basic leadership skills — from situations that you may face as a Supervisor, Manager or Project Leader, to complex high-level leadership activities, such as providing Executive Leadership for an organization. It’s suitable for use in all types of organizations whether they are companies, non-profits, governmental organizations, or volunteer groups.

A TOOL YOU CAN USE OVER AND OVER AGAIN

Like any great tool, the “LEADERSHIP FRAMEWORK” is something you’ll want to use over and over again. And unlike paper tools, that get lost easily, because it’s on Kindle, you can have it readily accessible whenever you need to refer to it. Just call it up and it’s ready to use. And, because it’s on Kindle, you can also use Kindle App to have it available on your mobile device, so it’s available any time and any place. This provides you with a tremendous advantage when you’re trying to determine what you need to concentrate on to provide effective leadership.

HOW TO ORDER THE KINDLE VERSION

Both U.S. and Global users can order the Kindle Version of the “LEADERSHIP FRAMEWORK”. For information on how to do so, either click the applicable link below, or visit your applicable Amazon website and input THE LEADERSHIP FRAMEWORK in the search criteria.

Being able to lead effectively is one of the most important skills you need to develop to succeed in Supervision, Management, or Leadership in just about any organization.
Learn the key ingredients that allow Leadership efforts to succeed versus those that fail, and how to use a Leadership Framework available from Kindle to improve your results.

Note: To meet the demands of our both our U.S. and global users, “THE LEADERSHIP FRAMEWORK” is now available for Kindle.

Because it’s on Kindle, you can store it either on your Kindle or Kindle app on your iPad, iPhone, Android, Windows Phone or other appropriate tablet and have it readily accessible whenever you need it.

Instructions on how to order from Amazon so you can start to use it to improve you leadership right away are at the bottom of this post.

ABOUT THE LEADERSHIP FRAMEWORK

Being able to lead effectively is one of the most important skills you need to develop to succeed in Supervision, Management, or Leadership in just about any organization. But, if you’ve ever had a leadership position, you know how difficult this can be.

Leadership that Succeeds versus Leadership that Fails

To lead effectively, it’s important to understand what make leadership efforts succeed and why they fail. That way you can focus your attention on doing the things necessary to make them succeed, and keep from overlooking some of the common reasons for failure.

Establishing and maintaining credibility with the people you’re trying to lead.

Getting commitment.

Setting the example.

Empowering others to do what needs to be done.

Confronting and overcoming barriers and obstacles.

Managing accomplishment of day-to-day efforts.

On the other hand, leadership efforts that fail, usually don’t meet all of these criteria. They are often lacking, and seriously so in one of the key areas.

TEST THIS FOR YOURSELF

To test this out, think of a couple of examples from your own experience. First, look at an example of a successful effort. Then go through each of the criteria above and jot down some of the ways the person leading the effort met these criteria.

Next, think of an effort that failed. Then go through the criteria and list what was missing, or areas that were not done well. What was the impact of these missing or poorly done elements?

So, How Do I Make Sure I Take the Actions Needed to Lead Effectively?

To help leadersfocus their activities on the actions needed to provide effective leadership, KAW Consulting developed the “LEADERSHIP FRAMEWORK”, an electronic tool and e-bookbased on the 8 key elementsmentioned above that you can use on a day-to-day basis to enhance your ability to lead effectively. Included is an easy to use Application Guide to help you determine how to focus your efforts in each of the Framework’s areas.

You can use this tool in all kinds of situations that require the use of basic leadership skills — from situations that you may face as a Supervisor, Manager or Project Leader, to complex high-level leadership activities, such as providing Executive Leadership for an organization. It’s suitable for use in all types of organizations whether they are companies, non-profits, governmental organizations, or volunteer groups.

A TOOL YOU CAN USE OVER AND OVER AGAIN

Like any great tool, the “LEADERSHIP FRAMEWORK” is something you’ll want to use over and over again. And unlike paper tools, that get lost easily, because it’s on Kindle, you can have it readily accessible whenever you need to refer to it. Just call it up and it’s ready to use. And, because it’s on Kindle, you can also use Kindle App to have it available on your mobile device, so it’s available any time and any place. This provides you with a tremendous advantage when you’re trying to determine what you need to concentrate on to provide effective leadership.

HOW TO ORDER THE KINDLE VERSION

Both U.S. and Global users can order the Kindle Version of the “LEADERSHIP FRAMEWORK”. For information on how to do so, either click the applicable link below, or visit your applicable Amazon website and input THE LEADERSHIP FRAMEWORK in the search criteria.

Mobility is the Future: Learn how Managers’ and Supervisors’ can get a great Boost in thier productivity by using the “Manager’s Toolkit” on their mobile devices and computers. using a very low cost method to put the “Manager’s Toolkit” on their workstations, laptops and tablets.

In today’s challenging economy, organizations need to find ways to substantially boost their Managers’ and Supervisors’ productivity. Fortunately, there is an amazingly simple way of doing so with the “Manager’s Toolkit”electronic handbooksdeveloped by KAW Consulting. Available globally for Kindle via Amazonthese handbooks help Managers and Supervisors deal with their most challenging tasks. Developed for today’s mobile environment, Managers and Supervisors can store them either on their Kindle or Kindle app on their iPad, iPhone, Android, Windows Phone, or other appropriate tablet or computer, and have them readily accessible whenever they confront one of these challenges.

Talk with any Manager or Supervisor and you’re probably going to hear either how they’ve either mastered the skills to deal successfully with these challenges, or the headaches they’re experiencing because of them.

The problem to date, is that each Manager or Supervisor usually has to develop their own solution. If they’ve been to training, they may have the handouts to refer to (if they can find them). Or, they may have developed their own reference library of books dealing with these issues.

So, each time they face a challenge, they have to dig through what they’ve got stashed, which is both time-consuming and cumbersome. And what do they do if they’re in one place and the books/materials in another?

Worse yet, everyone’s got their own solution and it’s not easily sharable.

What’s needed is an effective set of tools that all of your Managers and Supervisors can easily reference each time they need help dealing with one of the 5 challenges. Sometimes they need step-by-step guidance on how to deal with it. Other times they just need a quick refresher to make sure they don’t leave anything out.

What’s the Solution?

To help Managers and Supervisors have the needed tools and guidance in one convenient place, KAW Consulting developed the “Manager’s Toolkit“, a set of electronic handbooks that guide Managers and Supervisors step-by-step on how to develop and use the skills needed to deal with the 5 key challenge areas. These are:

“Meetings That Work””

“Delegating For Results”

“Project Management for Managers and Supervisors”

“Coaching Skills for Managers and Supervisors”

“Time Management for Managers and Supervisors”

Unlike most books on the 5 key skill areas, that are too complicated and hard to understand, the “Manager’s Toolkit” electronic handbooks are exactly the opposite. They’re written in easy to understand language that walk the Manager or Supervisor step by step through the processes needed to apply each of the 5 key skills. Many even include sample forms and checklists.

Like any great handbook, the electronic handbooks in the “Manager’s Toolkit” are something meant to be used over and over again. And unlike paper handbooks, that get lost easily, because they’re stored on the Manager’s or Supervisors mobile device or computer, they’reaccessible each time a Manager/Supervisor needs to design a meeting, delegate a task, manage a project, coach an employee or plan how best to manage their own time. Just call up a handbook and it’s ready to use. To save time, and allow the book to function as an e-tool, they can use bookmarks or the hyperlinked Table of Contents to jump right to the page or section they need without having to spend time scrolling through unneeded pages.

How Do I Get These Tools Out to the Organization?

Making the electronic handbooks available to your Managers and Supervisors is extremely easy. Just let your Managers and Supervisors know of their availability on Kindle,and have them purchase the books they need directly from there. Links providing information about each of the handbooks including direct links to apprporiate global Amazon sites are shown below: